A critique of the psychological contract and spirituality in the South African workplace viewed in the light of Utilitarianism and Deontology

Abstract

The purpose of the paper is to review, critique and to conceptualise psychological contracts in the workplace and the related concept of spirituality, from an interactionist approach. This approach emphasizes the interactive nature of the working relationship (that is fluid and bi-directional) between an individual and the organisation. The psychological contract essentially defines how relationships in the workplace are applied and understood, and is described in this paper within the supplementary or subjective fit / value congruence paradigm and from a deontological perspective. This is in contrast with the formal employment contract that is more related to the complementary or objective fit / need fulfillment paradigm and the utilitarian approach. What is termed a psychological contract thus proposes a means of interpreting and hence improving the often tense relationships between employers and the employees that they oversee. Work and spirituality have also always been connected as employees seek to fulfill their human nature in the course of the need to work. Where there is trust, respect, tolerance, mentorship, objectivity and empathy in a workplace, there is evidence of a psychological contract and generally a sense of spirituality pervades the ethos of the organisation, leading to an perceived ethical culture / climate. Recommendations are also made for further research.